Free Guide
How to Raise a Workplace Grievance in the UK
If something has gone wrong at work and informal attempts have failed, a formal grievance is your legal mechanism for getting it addressed.
What is a formal grievance?
A formal grievance is a written complaint to your employer about a work-related matter. It triggers the employer’s formal grievance procedure, which must comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures.
Common grounds
- —Bullying or harassment by a manager or colleague
- —Discrimination based on a protected characteristic — Equality Act 2010
- —Unfair treatment in pay, promotion, or working conditions
- —Breach of your employment contract
- —Health and safety failures
- —Whistleblowing — Public Interest Disclosure Act 1998
What your employer must do
- —Acknowledge receipt without unreasonable delay
- —Invite you to a formal meeting at a time you can attend
- —Allow you to be accompanied by a colleague or trade union representative
- —Investigate properly and impartially
- —Provide a written outcome with reasons
- —Inform you of your right to appeal
Writing your grievance letter
- —State clearly it is a formal grievance
- —Describe each issue separately and factually, with dates
- —Include supporting evidence — emails, messages, witness names
- —State what outcome you want
Constructive dismissal
If your employer’s conduct fundamentally breaches your contract, you may be able to resign and claim constructive dismissal. Raise a grievance first — failure to do so can weaken your claim. Claims must be brought within three months of resignation after ACAS Early Conciliation.
Employment Tribunal
If your grievance is not resolved, consider an Employment Tribunal claim. Claims must be submitted within three months minus one day. Complete ACAS Early Conciliation first. A formal grievance creates an essential paper trail.